Browsing by Author "Ssempebwa, Jude"

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    Designing Organizations for Collaborative Relationships: the Amenability of Social Capital to Inter-Agency Collaboration in the Graduate Employment Context in Uganda
    (Employee Responsibilities and Rights Journal, 2022) Ntale, Peter Dithan; Ssempebwa, Jude
    This paper discusses organizational social capital with the view that its amenability to collaboration creates trust, mutuality and reciprocal relational values upon which organizations may synchronize their efforts to create graduate employment opportunities. We adopted a cross-sectional survey design with both quantitative and qualitative approaches. We conveniently collected data from staff and leaders of four organizations which were purposely selected to represent a cross-section of government, private and civil society organizations whose mandate touches on the employability of university graduates in the country in very direct ways. From a sample of 175 respondents, we received 105 filled questionnaires, representing a response rate of 62%. We observed that the extent to which the social capital components of trust, mutuality and reciprocal relations were amenable to interagency collaboration were low to sufficiently permit collaborative relationships upon which synergy between agencies would enhance the creation of graduate employment opportunities. The implication of this study is that we have been trained to foster self-sufficiency, individual competence, individual brilliance and independence through the pursuance of individual goals and actions. This greatly affects the trust, mutuality and reciprocal relationships that people/organizations develop with one another, consequently denying societies or organizations the opportunity to tap into the synergistic capital that would help people or organizations tackle the challenges that are beyond their individual capabilities.
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    Gaps in the structuring of organizations in the graduate employment context in Uganda
    (Journal of Organization Design, 2020) Ntale, Peter Dithan; Ssempebwa, Jude; Musisi, Badiru; Gyaviira Musoke, Genza; Joseph, Kimoga; Mugimu, C. B.; Muhammed, Ngoma; Ntayi, Joseph
    The complexity of global challenges requires that organizations collaborate with one another. To do this, stakeholders need flexible structures that are designed in a way that allows organizations to collaborate. However, it is not known whether Uganda’s organizations are structured in a way that allows them to collaborate with one another, casting doubt as to whether they can manage the complexity of global challenges such as graduate unemployment. Informed by Hage and Aiken (1967), we studied the structures of selected organizations in Uganda and found out that their major components, i.e., centralization and formalization, are designed in a way that may not allow collaboration to occur. We found out that the organizational structures were exclusive in decision-making, had high power distance (HPD), jobs were strictly codified, and organizations enforced stringent rule observation. These gaps make it difficult for people interaction and involvement and deny them of their freedom to relate with one another, making it difficult for a collaboration between different agencies to occur. To enhance organizational collaboration, it is recommended that organizations should be restructured to become more inclusive, interactive, and democratic since organizations structured in this way have shown collaboration success and greater achievement of society needs.
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    Interagency collaboration for graduate employment opportunities in Uganda Gaps in the structure of organizations
    (Education+ Training, 2020) Ntale, Peter; Ssempebwa, Jude; Musisi, Badiru; Ngoma, Muhammed; Musoke Genza, Gyaviira; Kimoga, Joseph; Byalusaago Mugimu, Christopher; Mpeera Ntayi, Joseph; Balunywa, Wasswa
    The purpose of this paper is to identify gaps in the structure of organizations that hinder collaboration of organizations involved in the creation of graduate employment opportunities in Uganda. Design/methodology/approach – Data was collected from staff and leaders of 14 organizations that were purposely selected to represent government, private, and civil society organizations. These organizations were selected based on their mandates, which touch on the employability of university graduates in the country in very direct ways. This was a cross-sectional survey design—based on a self-administered questionnaire, key informant interviews, and documentary analysis. Findings – Organizations were found to have “Tell”/directive decision-making, high power distance between employees, and jobs were not coded in a way that gives employees freedoms to interact and build collaborative relationships. Finally, rules and regulations were very restrictive, disorienting employee’s abilities to collaborate. Research limitations/implication – This research concentrated on the gaps that exist in the structure of organizations from which the results point to inadequate relational, interactional, inclusive, and democratic space among different stakeholders. It would be useful for future research to examine the extent to which the structure of organizations not only impacts collaboration but also measures the level to which it affects organizational performance. Practical implications – The knowledge economy of the twenty-first century demands for collaborative engagements with different stakeholders if they are to survive the competitive business environment. Collaborative engagement helps in the sharing of knowledge, expertise, and resources, development of more coherent services, facilitation of innovation and evaluation, avoiding duplication of work, and minimizing conflicts and competition while creating synergy among partners. Originality/value – Unlike previous studies, which have examined employability of graduates from a supply side perspective, this study investigates organizations from both the supply and demand perspectives and identifies synergy that is as a result of bringing organizations to work together.
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    Overcoming Poverty: Accounting for Stagnation and Upward Mobility in Central Uganda
    (East African Researcher, 2012) Ssempebwa, Jude; Kasoma, Abisagi Ndagire; Kule, Abraham; Ssekyewa, Charles; Nnyanzi, David; Kisolo, Gelvan; Nyende, Jeremiah; Masereka, Joseph; Nambuubi, Juliet; Otaala, Laura; Akello, Lucy Dora; Odong, Moses; Okullo, Nellie Florence; Kanyandago, Peter; Lugemwa, Peter; Ouma, Richard; Akabwai, Steven
    Poverty in Uganda has been the subject of extensive scholarship and policy attention. Subsequently, several poverty alleviation programmes/ projects have been implemented in the country over the last five decades. Although successive surveys have reported notable improvements in the quality of life, there is evidence that many households are still stagnating in poverty. Why? How come the poverty alleviation programmes/ projects that are enabling some households to transit poverty are not working for the households stagnating in poverty? This study delved into these questions, taking the case of Central Uganda. The findings were that the households that are stagnating in poverty suffer from a broad syndrome of disadvantage, which affects their capacity to transit from poverty. However, it was also found that, despite their indisputable challenges, many of them are stagnating in poverty because they don’t feel that they are poor. Differences were noted between their view of poverty and the traditional view of poverty (by which they are characterized as poor). It was concluded that poverty alleviation programs/ projects have not transformed them because the interventions delivered under the programmes/ projects are based on the traditional view of poverty. Thus, it is recommended that those designing/ implementing these programs/ projects synchronize their view of poverty with the views of the poor whose poverty they are working to alleviate.